Clients are increasingly looking at smarter ways to mobilise change / transformation teams. So it was with great pleasure that I bumped into an old consulting colleague who had returned to the workplace after a career break.

Sylvia Ann Hewlett

President of the Center for Work-Life Policy

“Returnships” (a term trademarked in 2008 by Goldman Sachs) help create what Hewlett calls “on-ramps” for people seeking to return to work. These short-term, nonbinding arrangements can be a valuable way to reduce the risks (real or perceived) of hiring people who’ve chosen to take an extended break.

Off-Ramps and On-Ramps documents the successful efforts of the Hidden Brain Drain Task Force – a group of 34 leading-edge global companies including General Electric, Johnson & Johnson, Lehman Brothers, and Time Warner. Spearheaded by Sylvia Ann Hewlett, over the last three years the Task Force has developed and driven 18 best-practice models for companies seeking to recruit, retain, and reattach talented women

Living Through a Career Off Ramp

Why Women Still Can’t Have it All

Princeton professor and former State Department policy planning director Anne-Marie Slaughter describes how her appearance at the Carnegie Council in February 2012 shaped her widely-praised “Atlantic” July/August 20102 article “Why Women Still Can’t Have it All.”

Ultimately Women Will Have it All

“Returnships” let companies audition professionals who are resuming their careers.